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NSYSU

1. Wang, Pao-min. Understanding the antecedents of clan control and extra-role behavior : A social bonds perspective.

Degree: Master, Information Management, 2012, NSYSU

The importance of control in information system development (ISD) project has been widely emphasized. However, most studies focused on formal control and relative few efforts haven been entered to understand the effect of information control. In addition for those studies focus on informal control only viewed this issue from team level perspective. Drawing on the limitations of past studies, this study attempted to query possible antecedents of clan control effectiveness from aspect of the social control theory. In particular, we focus on the effects of personal beliefs, project commitment, team attachment and involvement on the compliance of individuals on group norm. We hypothesized that social bonds lead to compliance as well as extra-role behaviors for individuals within project team. Based on survey data collected from 205 members of ISD project teams. The results confirmed the hypothesized relationship between social bonds and compliance. The analysis also reveals that three factors, including personal beliefs, project commitment, and involvement are associated with external-role behavior. The results of this study can not only serve as a reference for future researches but also generate implications for practitioners. Advisors/Committee Members: Jessica Chen (chair), Shih-Chieh Hsu (committee member), Tung-Ching Lin (committee member), Tsai-hsin Chu (chair).

Subjects/Keywords: Social Capital Theory; external-role behavior; The Planned Behavior Theory; clan control; Social Bond Theory

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Wang, P. (2012). Understanding the antecedents of clan control and extra-role behavior : A social bonds perspective. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0215112-140018

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Wang, Pao-min. “Understanding the antecedents of clan control and extra-role behavior : A social bonds perspective.” 2012. Thesis, NSYSU. Accessed October 23, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0215112-140018.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Wang, Pao-min. “Understanding the antecedents of clan control and extra-role behavior : A social bonds perspective.” 2012. Web. 23 Oct 2019.

Vancouver:

Wang P. Understanding the antecedents of clan control and extra-role behavior : A social bonds perspective. [Internet] [Thesis]. NSYSU; 2012. [cited 2019 Oct 23]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0215112-140018.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Wang P. Understanding the antecedents of clan control and extra-role behavior : A social bonds perspective. [Thesis]. NSYSU; 2012. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0215112-140018

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

2. Hameed, Imran. Differential effects of status evaluations on employees' organizational identification (OID) and the subsequent effect of OID on organization and individuals : Exploration des Effets Différentiels des Evaluations de Statut sur l’Identification Organisationnelle (IO) & Effet de l’IO sur Organisation et Individus.

Degree: Docteur es, Sciences de gestion, 2012, Aix Marseille Université

La recherche empirique examine les effets différentiels de deux évaluations de statut, c'est-à-dire le prestige externe perçu (comparaison inter-groupes) et le respect interne perçu (comparaison intra-groupes) sur l'identification organisationnelle (IO). Les différences sont expliquées par la culture sociétale et la durée de l'ancienneté des employés dans l'organisation. Notre recherche explore et teste l'importance de l'IO dans le développement des aptitudes des employés au changement étant donné que l'aptitude au changement est une attitude coopérative discrétionnaire. Ensuite, nous examinons le rôle modérateur des croyances des employés relatives au changement sur cette relation. Ainsi l'effet de l'IO sur le comportement extra-rôle des employés et le bien-être psychologique des employés est également exploré. Au total nous avons reçu 360 questionnaires remplis à partir des organisations publiques en Recherche & Développement et les organisations privées du secteur bancaire et de télécommunications. Les résultats des analyses ont confirmé toutes les relations testées à l'exception de l'effet modérateur des croyances relatives au changement sur la relation entre l'IO et l'aptitude au changement. Les résultats montrent que les individus socialisés dans le contexte collectiviste accordent plus d'importance au soi publique par rapport au soi privé. Ensuite nous avons trouvé que l'effet des évaluations de statut sur le développement de l'IO augmente pendant les dix premières années du service dans l'organisation, et cet effet positif diminue après dix ans d'ancienneté.

This empirical research investigates the differential effects of two status evaluations i.e., perceived external prestige (inter-group comparison) and perceived internal respect (intra-group comparison) on organizational identification (OID). The differences are argued on the basis of societal culture and the length of tenure of employees in the organization. The importance of OID in the development of employee's readiness for change is explored and tested considering readiness for change as a discretionary cooperative attitude. Further, the moderating role of employees' change beliefs is also explored on this relationship. Whereas effect of OID on extra-role behavior of employees and the positive effect of OID on employee's psychological well-being is also explored. A total of 360 filled questionnaires were received from public sector research & development organizations, and private sector banking & telecom organizations. The results of the analyses supported all the hypothesized relationships except the moderating effect of change beliefs on the relationship between OID and readiness for change. The results exhibited that individualized socialized in collectivist context put greater emphasis on public-self as compared to private-self. It was further uncovered that the effect of status evaluations on development of OID is increasing till first ten years of service with the organization, while this positive effect is weakened after 10 years of…

Advisors/Committee Members: Peretti, Jean-Marie (thesis director), Roques, Olivier (thesis director).

Subjects/Keywords: Identification organisationnelle; Prestige externe perçu; Respect interne perçu; Culture Sociétale; Ancienneté dans l’organisation; Aptitude au changement; Croyances relatives au changement; Comportement extra-rôle; Bien-être psychologique; Organizational identification; Perceived external prestige; Perceived internal respect; Societal culture; Organizational tenure; Readiness for change; Change beliefs; Extra-role behavior; Psychological well-being; Structural equation modeling

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Hameed, I. (2012). Differential effects of status evaluations on employees' organizational identification (OID) and the subsequent effect of OID on organization and individuals : Exploration des Effets Différentiels des Evaluations de Statut sur l’Identification Organisationnelle (IO) & Effet de l’IO sur Organisation et Individus. (Doctoral Dissertation). Aix Marseille Université. Retrieved from http://www.theses.fr/2012AIXM1071

Chicago Manual of Style (16th Edition):

Hameed, Imran. “Differential effects of status evaluations on employees' organizational identification (OID) and the subsequent effect of OID on organization and individuals : Exploration des Effets Différentiels des Evaluations de Statut sur l’Identification Organisationnelle (IO) & Effet de l’IO sur Organisation et Individus.” 2012. Doctoral Dissertation, Aix Marseille Université. Accessed October 23, 2019. http://www.theses.fr/2012AIXM1071.

MLA Handbook (7th Edition):

Hameed, Imran. “Differential effects of status evaluations on employees' organizational identification (OID) and the subsequent effect of OID on organization and individuals : Exploration des Effets Différentiels des Evaluations de Statut sur l’Identification Organisationnelle (IO) & Effet de l’IO sur Organisation et Individus.” 2012. Web. 23 Oct 2019.

Vancouver:

Hameed I. Differential effects of status evaluations on employees' organizational identification (OID) and the subsequent effect of OID on organization and individuals : Exploration des Effets Différentiels des Evaluations de Statut sur l’Identification Organisationnelle (IO) & Effet de l’IO sur Organisation et Individus. [Internet] [Doctoral dissertation]. Aix Marseille Université 2012. [cited 2019 Oct 23]. Available from: http://www.theses.fr/2012AIXM1071.

Council of Science Editors:

Hameed I. Differential effects of status evaluations on employees' organizational identification (OID) and the subsequent effect of OID on organization and individuals : Exploration des Effets Différentiels des Evaluations de Statut sur l’Identification Organisationnelle (IO) & Effet de l’IO sur Organisation et Individus. [Doctoral Dissertation]. Aix Marseille Université 2012. Available from: http://www.theses.fr/2012AIXM1071

.